Addressing the Burnout, Loneliness, and Indifference Associated with Remote Work SPONSOR CONTENT FROM JLL

But individuals who collaboratively set clear and meaningful goals will be more intrinsically motivated to carry out those goals. According to our research, when goals and accountabilities are clear, employees are 2.8 times more likely to be engaged. If employees https://remotemode.net/ collaboratively set clear goals, the positive outcomes are more likely to come to the surface. Many employees and organizations have shifted their perceptions of working at home, citing both the challenges and triumphs of remote work during the pandemic.

Before the pandemic, the perks of working remotely — either part of the time or all the time — resulted in lower levels of burnout compared with employees who were on-site 100% of the time. This highlights the importance of taking breaks and ensuring that employees have adequate time to rest and recharge. It also emphasizes the need for employers to be mindful of their employees’ workloads and to provide support and resources to help them manage their stress levels. Therefore, healthcare workers need better support systems and resources to help them cope with the demands of their job and prevent burnout.

Survey Methodology

Employee mental health has been at the epicenter of discussions on the future of work for many years, with the COVID-19 pandemic only intensifying this focus. As a result, employee engagement, stress, and burnout have begun to dominate reports on the state of the workplace. In a world where work hours extend beyond the nine-to-five confines and digital connectivity keeps us perennially tethered to our jobs, burnout has emerged as a silent epidemic.

This survey also introduced a question to gauge how often psychologists worked with different types of care professionals. More than 4 in 5 psychologists (86%) said they have worked alongside at least one of 16 listed professions, with 59% saying they do so frequently or very frequently. More than half (54%) frequently or very frequently worked with behavioral health professionals, 33% reported the same about health professionals, and 28% reported the same about both. While the volume of remote employees has decreased in the first half of 2021, hybrid levels remain stable with 30 percent of employees continuing to be hybrid. This indicates that many employees prefer to work in a remote or hybrid way even after the pandemic.

Which Generation Experiences More Burnout?

Before we jump into how preventing remote work burnout works, it’s critical that you identify the common causes to get more clarity. One of the symptoms of remote employee burnout is a lack of motivation for work. But once you’ve been in the same job for some time, you’ll slowly lose this motivation. It’s a state of situation where employees feel exhausted at work, both mentally and physically. A staggering 98% of workers expressed the desire to work remotely, at least part of the time [3]. This overwhelming figure reflects the workforce’s growing affinity towards the flexibility, autonomy and work-life balance that remote work offers.

According to a Gallup study, 54 percent of employees would leave their job for one that offers more flexible time. Organizations can better attract top talent when the option to work remotely is on the table. Giving employees the opportunity to choose where they work is a relatively “free” benefit to offer—aside from remote working fatigue tech costs. Despite the various challenges of remote work, organizations reap many benefits. While keeping challenges and solutions in mind, it’s also important to understand how remote work benefits your business. Since the pandemic began, have you ever felt mentally exhausted after a day full of video calls?